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"The biggest problem with"I'll know it when I see it" is that they usually don't. There is no way to really understand the necessary criteria for a job in a resume beyond skills and experience. We have seen…"

"I'll know it when I see it" is often code for "I'm not really sure what I am looking for." This analysis helps them--and you!When you do a launch conversation with your hiring manager, you get a lot of information about what the hiring manager is looking for. And you help the hiring manager get more clarity as well.But even so, you may have hiring managers who cannot make a decision to move candidates forward nor can they tell you why the candidates you are presenting are not acceptable.…See More

Over the last few months I’ve been doing a lot of searches (so obviously it means working with a lot of hiring managers) and managing a team of recruiters. We were working on a multi-position recruiting project for mid level managers for a large entertainment company. So it was a great learning lab for refining and testing techniques for creating trusted advisor relationships with hiring managers—none of whom did we ever meet in person. One thing I noticed is how easily, accidently and…See More

Many times when talent acquisition leaders ask for assistance in coaching their recruiters, they say the awful “O” word—order taker.They want help transitioning recruiters from order takers to business partners/trusted advisors, etc.Have I found teams where recruiters are functioning as order takers? Yes.Are hiring managers happy about that? NoAre recruiters happy about that? No.So how did we get here?Poor business partner relationship between hiring manager and recruiter, soHiring manager does…See More

"Absolutely agree with your comment, Eric. I often find companies where hiring managers have become so unhappy with recruiters that their manager moves the recruiter to a new team; I like your "patch work" phrase. I think companies…"

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This might be a little off topic, but quite often recruiting functions are not built the right way from the very beginning. Companies don’t plan properly and fail to anticipate their growth needs. This “patch work” often…"

"Thanks for the list Katherine! I found some useful questions that I can ask my Hiring Managers as an internal recruiter too! I like the categories question and the sitting across from great candidate question - both are the type of…"

"Hi Ryan. thanks for reading!
I didn't include questions about the job, the responsibilities, etc., because I wanted to share a very different set of questions that shatter the order taker image. Hiring managers often expect questions around…"

"Hi Katherine,
Great topic for discussion.
I took a look at the questions you have listed on the download. It's a good set of questions, but I have a question back to you. I do not see any questions asking why. By this I mean questioning why…"

Many times when talent acquisition leaders ask for assistance in coaching their recruiters, they say the awful “O” word—order taker.They want help transitioning recruiters from order takers to business partners/trusted advisors, etc.Have I found teams where recruiters are functioning as order takers? Yes.Are hiring managers happy about that? NoAre recruiters happy about that? No.So how did we get here?Poor business partner relationship between hiring manager and recruiter, soHiring manager does…See More

I have no doubt you can give candidates compelling messages about what makes your position exciting, good for their career, etc. So why would I want you to ask your hiring managers why they think their position is a great opportunity? For these reasons: It’s important for you to know how your hiring managers are “marketing/selling” their positions when they are talking to candidates. When you ask them this question, you may be appalled at how poorly they describe what's great about the…See More

Over the last few months I’ve been doing a lot of searches (so obviously it means working with a lot of hiring managers) and managing a team of recruiters. We were working on a multi-position recruiting project for mid level managers for a large entertainment company. So it was a great learning lab for refining and testing techniques for creating trusted advisor relationships with hiring managers—none of whom did we ever meet in person.

I have no doubt you can give candidates compelling messages about what makes your position exciting, good for their career, etc.

So why would I want you to ask your hiring managers why they think their position is a great opportunity? For these reasons:

It’s important for you to know how your hiring managers are “marketing/selling” their positions when they are talking to candidates. When you ask them this question, you may be appalled at how poorly they describe what's great…